Bion's Legacy to Groups by Parthenope Bion Talamo

By Parthenope Bion Talamo

Bion's examine of teams and team approaches has an analogous caliber as Freud's discovery of transference or Klein's paintings in baby research. the way in which he observed the emotional lifetime of the person within the staff, significantly his personal, unfolded new territory for exploration, a going "beyond the confines", and this assortment seeks to list a debt to that new exploration.

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In order to advance our competence in these and other areas of critical concern, as well as our theoretical understanding of group life, empirical and quantifiable research as well as learning from experience is, in my opinion, required. Bion's concept of leadership: the "quality of contact" J. D. Sutherland reports that when, during World War 11, he and Trist were working with Bion on the task of selecting candidates for officer training, Bion often remarked "on the need to judge the 'quality of contact' the candidate had with others" (Bion, as quoted by Sutherland, in Pines, 1985, p.

Rice and within the culture at large as more and more emphasis is being given to collaborative and facilitative leadership models. McGarrigle (1992) and Culver (1995) investigated these four basic orientations further by examining in detail the actual interventions made by consultants with different orientations and their impact on the group process and member learning. More such follow-up research is needed to develop further our understanding of consultancy, the requisite competencies, and the relationship among values/orientations, behaviour, and impact.

We wanted to find evidence of change and to see whether the change among the membership was in a direction of understanding and internalization of staff values. We looked for changes among staff, as these might result from their interactions with members and each other. We also considered whether we had objective evidence that one conference was more effective than the other in terms of effecting changes in member and staff learning. Having this infor- 36 BION'SLEGACY TO GROUPS mation, we can then review with more objectivity our work in the conference in our various management and consulting roles.

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